1. Workplace Safety Awareness training for support staff working in a Disability Employment Service
This resource is designed to assist managers and support staff provide a safe working environment for all employees in a Disability Employment Service. The resource is not intended to replace standard OH&S training and assumes this has been addressed by the organisation. This presentation is a supplement to assist managers and support staff consider the OH&S implications when working with supported employees.
The presentation includes:
considerations for creating a safe workplace
hints for demonstrating safe work practices
ideas to assist with hazard identification, emergencies and OH&S reporting requirements
The resource is divided into three sections to assist you with the presentation. It can be run as 1, 2 or 3 sessions depending on the time you have available and the particular issues you wish to address.
A trainer’s guide accompanies this resource and provides tips and strategies to support you and ensure your training session is successful.
An important aim of this resource is highlighting the OH&S core competencies used in most wage assessment tools including the Business Service Wage Assessment Tool (BSWAT) and throughout the resource we have linked OH&S issues raised to these assessment questions.

2. Creating a safe workplace
This section of the presentation assists managers and support staff recognise their responsibilities in terms of creating and maintaining a safe and healthy work environment for supported employees.
Assessment questions in relation to OH&S may relate to the ability of employees to:
follow safety instructions
set up and organise work the work station in accordance with OH&S standards
take appropriate action when they notice something is unsafe at work.
This section of the presentation provides:
background information about OH&S responsibilities for managers and support staff
opportunities to discuss and develop strategies suitable for your workplace
The section begins with a series of slides providing an overview of OH&S responsibilities. This is followed by a number of slides that should be used as discussion starters. The key points of discussion should be around achieving a safer and healthier workplace for supported employees and any issues related to our duty to provide a safe and healthy workplace.

3. What is your involvement with OH&S?
Communication
Care
Consultation
It may be useful to have an OH&S specialist present to contribute to this session. They could reinforce the legislative compliance requirements for communication, care and consultation.
Discuss each of the points on the slide in relation to working in a Disability Employment Service
For example
Are there particular communication needs for supported employees that result from the effects of their disability?
How do these impact on providing a safe and healthy workplace?
Are there particular duty of care issues for support staff working with employees with an intellectual disability?
What is the consultation mechanism in your workplace?
What are the roles of support staff and supported employees?
What are the employer’s responsibilities for consultation?

4. Providing and maintaining safe machines and systems of work for supported employees
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
Wage assessment tools may include an assessment question that relates to the ability of employees to maintain machinery to recommended safety standards. How is this achieved in your workplace?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

5. Organising the safe use of dangerous goods and hazardous chemicals
How can we
achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
Wage assessment tools may include an assessment question that relates to the ability of employees to know what a hazard is. How is this achieved in your workplace?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

6. Controlling hazards such as dust, noise and fumes
How can we
achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

7. Providing hygiene facilities such as toilets and change rooms
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

8. Hygienic work practices
This discussion will be of particular importance for businesses which require employees to be involved with food handling.
Be prepared to discuss workplace requirements and provide suggestions/strategies for ensuring good practice.
Discussion topics could include
hand washing
covering hair and beards
illness such as colds, hay fever and gastric viruses.

9. Providing information on hazards to ensure all supported employees have a clear understanding
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

10. Providing instruction, training and supervision to supported employees
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

11. Monitoring your work area and employee health
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

12. Maintaining information and records on health and safety
How can we achieve this in our workplace?
This slide raises issues about your OH&S responsibilities as support staff within a disability employment service. Use this slide as a discussion starter or a point from which to discuss your service’s expectations.
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

13. Supporting an injured supported employee’s return to work
How can we achieve this in our workplace?
This slide raises issues about the OH&S responsibilities of support staff in a disability employment service. Use it as a discussion starter or a point from which to discuss your service’s expectations.
Wage assessment tools may include an assessment question that relates to the ability of employees to know what to do if they or someone else hurts themselves at work. How is this achieved in your workplace?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

14. Demonstrating safe work practices
This section is designed to assist managers and support staff develop strategies and skills to assist supported employees meet their OH&S obligations. An integral part of the supervisory role that support staff have is to ensure supported employees are performing their work safely. This requires the demonstration of safe work practices, often on a regular basis. The emphasis for this section should be on developing techniques for providing clear, effective demonstrations and then checking that transfer of learning has occurred.
Open the session with a discussion about the issues involved with demonstrating safe work practices to supported employees with an intellectual disability. It may be useful to have a copy of Work Talk available for participants.
Provide some background about the types of disabilities your supported employees have, including information about preferred communication practices and learning styles that are effective.

15. Safe work practices and methods
Like all employees, supported employees must use safe work practices and methods.
As support staff, your role is to assist supported employees to use safe work practices and methods.
How do you achieve this?
Other discussion starters could be:
What are some successful techniques that you have seen or used for demonstrating safe working practices and methods? How could they be used in your workplace?
Describe a successful demonstration. How did you know it had been successful? How would you need to adapt this technique when working with employees with particular types of disability?
What are the demonstration techniques that work well for supported employees with an intellectual disability (or psychiatric disability, or sensory impairment etc)?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.
Be prepared to provide information about preferred practices in your organisation

16. Case study
Rona enjoys working on the assembly line. However, she seems to repeatedly forget the instructions you have given her about safe lifting practices.
What are some techniques you would use to help Rona work more safely?
Discuss the issues identified in the case study or insert a more relevant story for discussion.
The focus of the discussion should be on the identification of strategies to help supported employees work safely.

17. Safety clothing and equipment
Like all employees, supported employees must use safety clothing and equipment (PPE).
As support staff, your role is to assist supported employees to use safety clothing and PPE.
How can you do this?
Other discussion starters could be:
What are some successful techniques that you have observed or used for demonstrating safe working practices and methods? How could they be used in your workplace?
Describe a successful demonstration. How did you know it had been successful? How would you need to adapt this technique when working with employees with particular types of disability?
What are the demonstration techniques that work well for supported employees with an intellectual disability (or psychiatric disability, or sensory impairment etc)?
An assessment question in relation to OH&S in wage assessment tools may relate to identifying and using/wearing protective clothing or equipment appropriately . How is this achieved in your workplace ?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

18. Case study How would you address this issue?
Daniel is required to wear ear-plugs when he works near loud machinery. He is very good at inserting the ear-plugs correctly, but you have noticed that he sometimes arrives at work wearing his ear-plugs. You suspect he is not removing them when he finishes work.
Discuss the issues identified in the case study or insert a more relevant story for discussion.
The focus of the discussion should be on the identification of strategies to help supported employees work safely.
How would you address this issue?

19. Misusing equipment
Like all employees, supported employees must not interfere with or misuse equipment.
As support staff, your role is to assist supported employees not to interfere with or misuse equipment.
How can you do this?
Other discussion starters could be:
What are some successful techniques that you have observed or used for demonstrating safe working practices and methods? How could they be used in your workplace?
Describe a successful demonstration. How did you know it had been successful? How would you need to adapt this technique when working with employees with particular types of disability?
What are the demonstration techniques that work well for supported employees with an intellectual disability (or psychiatric disability, or sensory impairment etc)?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

20. Case study
Nicola frequently leaves her gloves on the conveyor belt. This causes problems on the assembly line when they become caught.
What would you do to help solve this problem?
Discuss the issues identified in the case study or insert a more relevant story for discussion.
The focus of the discussion should be on the identification of strategies to help supported employees work safely.

21. Endangering others
Like all employees, supported employees must not do anything that may be dangerous to others.
As support staff, your role is to assist supported employees not to do anything that may be dangerous to others.
How can you achieve this?
Other discussion starters could be:
What are some successful techniques that you have observed or used for demonstrating safe working practices and methods? How could they be used in your workplace?
Describe a successful demonstration. How did you know it had been successful? How would you need to adapt this technique when working with employees with particular types of disability?
What are the demonstration techniques that work well for supported employees with an intellectual disability (or psychiatric disability, or sensory impairment etc)?
If you are working with a group of experienced employees, discuss successful strategies. If participants are new to the sector, provide some examples of good practice.

22. Case study
Milan can’t reach to put the rolls of paper towel away on the top shelf. Instead of getting the safety step, he sometimes throws the rolls up onto the shelf. Yesterday one rolled off and hit Jane who was walking past carrying a tray of glasses.
How would you address this issue?
Discuss the issues identified in the case study or insert a more relevant story for discussion.
The focus of the discussion should be on the identification of strategies to help supported employees work safely.

23. Risk management
What are the challenges for you when identifying OH&S risks for supported employees in your organisation?
Discuss the issues involved with risk identification and supported employees with an intellectual disability.
Include information about your organisation’s requirements.
Gather information from participants about their ‘good practice’ experiences.
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives.

24. Handling dangerous goods
What are the issues you need to address when training supported employees to handle dangerous goods?
Discuss the issues involved with dangerous goods training and supported employees.
Include information about your organisation’s requirements.
Gather information from participants about their ‘good practice’ experiences.
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives

25. Manual handling
What are some effective methods for demonstrating to supported employees how to lift correctly?
Demonstrate and/or discuss how management and support staff should demonstrate correct lifting techniques for:
individuals
teams.
Include information about your organisation’s requirements.
Gather information from participants about their ‘good practice’ experiences.
An assessment question in relation to OH&S in wage assessment tools may relate to the ability of employees to perform manual handling tasks to recommended safety standards. How is this achieved in your workplace?
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives.

26. Movement What are the rules for our workplace?
Are there particular issues with assisting supported employees to follow them?
Customise this slide according to your workplace. For example if you have outdoor work teams include photographs of team members at one of their worksites. For internal sites you may want to discuss how to enforce safe behaviour for marked walkways, and clear access and aisle ways
An assessment question in relation to OH&S in wage assessment tools may relate to the ability of employees to use appropriate methods to move objects in the workplace. How is this achieved in your workplace?
The discussion should cover work area movement rules and how these can be best demonstrated and enforced when working with employees with an intellectual disability (eg not walking in front of moving machinery, ensuring equipment is away from work access areas).

27. Soft tissue and overuse injuries due to repetitive work
How is the risk of these type of injuries identified in our organisation?
Are there particular issues we should consider for supported employees?
Discuss how management and support staff should arrange rotation of tasks to avoid soft tissue and repetition strain injury.
Discuss the issues involved with soft tissue and repetition strain and supported employees with an intellectual disability (eg reticence about reporting pain, not associating pain with the activity they are undertaking).
Include information about your organisation’s requirements.
Gather information from participants about their ‘good practice’ experiences.
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives

28. Illegal drugs and alcohol
Are drugs and alcohol an issue when working with supported employees?
Include information about your organisation’s requirements for:
privacy
referrals
management
Discuss who and how management and support staff should notify of issues.
Gather information from participants about their ‘good practice’ experiences.
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives

29. Medication
What are the issues around medication management for supported employees in our workplace?
Include information about your organisation’s requirements for:
privacy
referrals
management
Discuss who and how management and support staff should notify of issues.
Gather information from participants about their ‘good practice’ experiences.
You may wish to use this section as a problem solving session. Ask participants to describe issues they have had to address and use the group to offer alternatives

30. Hazard identification and emergencies

31. What is a hazard in our workplace?
Discuss the possible hazards in your workplace and the issues involved with hazard identification and working with people with an intellectual disability. Discuss how managers and support staff can involve supported employees with a disability in identifying hazards. You may wish to use this part of the session to develop strategies or action plans for individuals or teams.
A hazard is anything that has the potential to cause injury or illness.
Hazards in the workplace can include:
Physical - examples: Chemical - examples:
* noise and vibration * dangerous goods and chemicals
* temperature and humidity * poor ventilation, which can cause * poor ventilation problems with dust, fumes, vapours,
* poor lighting gases and liquids.
* untidiness
Environmental - examples: Human behaviour - examples:
* condition and design of * boredom equipment and furniture * distraction
* occupational overuse * interpersonal interactions injuries such as incorrect * aggression lifting. * communication problems

32. Identifying and reporting hazards
There are several ways to identify hazards in the workplace, including:
Inspections and audits
Hazard reports
Job analysis
Health monitoring data
Material safety data sheets
Workplace environment monitoring data
Discuss your organisation’s audit and inspection requirements.
Invite HR or management to the session to explain how this is carried out and how supported employees are involved.
How does your workplace identify and manage risks/workplace hazards.
Each workplace will have procedures for reporting hazards, accidents etc such as the completion of an accident book, audit report etc.
These documents provide not only a description of what happened, but an official log which can be used to maintain accurate records.
Details of where these documents are kept and who controls them could be highlighted during the presentation.

33. Emergencies
In the case of an accident or emergency, it is important to know where the emergency equipment is and what to do.
Discuss workplace emergency responses, roles and responsibilities for managers and support staff.
You may wish to include a discussion around potential response behaviours of supported employees with an intellectual disability.
An assessment question in relation to OH&S in wage assessment tool may relates to the ability of employees to take appropriate action if the fire alarm goes off. How is this achieved in your workplace?

34. Reporting accidents and emergencies
Are you aware of the workplace emergency and accident procedures?
What are your responsibilities?
Customise this slide according to workplace procedures particularly the requirements when reporting information from an employee with an intellectual disability. For example, the completion of an accident book, or accident/incident form.
An assessment question in relation to OH&S in wage assessment tools may relate to the ability of employees to know why it is important to follow evacuation procedures. How is this achieved in your workplace?
Discuss notification of near misses, minor injuries, damage to property but not people and potential behavioural changes such as medication changes that may mean a supported employee will be drowsy.
Details of where information is kept, and who controls it should be highlighted.